Why 42% of Workers Would Pass on a Promotion: 'I'm Not Chasing That Ladder'

Broadly speaking, the typical narrative from corporate America unfolds as follows: One begins at an entry-level position, puts in diligent efforts over time, and progressively receives promotions culminating in becoming a high-ranking manager. Each promotion brings increased financial rewards, better perks, and greater authority — ideally making the sustained exertion highly rewarding.

However, in recent times, the appeal of advancing one’s career position has diminished; not only have promotions become more difficult to secure, but individuals are also openly rejecting them.

The job market has slowed down in recent years, along with prospects for career advancement. Out of approximately 68 million white-collar employees, only 1.3 percent received promotions during the initial quarter of 2024, data shows. According to Bloomberg reports referencing ADP data, That marks the smallest figure for any initial three-month period over the past half-decade, which is worrying considering January typically sees some of the largest sales events.

This can significantly affect employees' satisfaction levels at work. According to an October poll involving over 5,200 participants, approximately 38% of workers express dissatisfaction regarding promotion prospects within their organization, whereas only around 26% report being content with these opportunities. Pew Research Center .

However, despite being given an opportunity for advancement, many employees might decline: 42% of American workers stated they would reject a promotion as they are content with their present role, surveys reveal. data from Randstad , the HR firm.

Why aren’t individuals enthusiastically seizing the opportunity for advancement? According to experts and employees, several elements could be contributing to this situation:

Individuals are already experiencing being overwhelmed with work and inadequately compensated.

Many individuals already perceive themselves as performing tasks typically associated with a higher rank than their designated job titles suggest. However, they aren’t receiving additional compensation for this extra responsibility.

Most workers, 76%, say they already do more than what's expected of them at work, according to Pew data.

Meanwhile, 29% say they're unhappy with their salary, according to Pew, with many citing concerns that their pay hasn't kept pace with the cost of living, they don't earn enough to pay their bills, and they're being paid less than a colleague who does similar work.

That's exactly what led Sherrika Sanders, 44, of Atlanta to initially decline a promotion with her company several years ago.

At the time, Sanders was offered a promotion from accounting manager to assistant controller. The problem? She was already doing the work of the higher role, and she knew from market rates that she was being underpaid for it.

Sanders states that nine times out of ten, you have already begun performing the duties of the higher position even before receiving a promotion from your current employer.

In her view, the raise associated with the new promotion wasn't enough compensation for the extra responsibilities she would have to take on.

She spoke with the company's vice president and presented her case — even going so far as to pull out a " kudos folder of her recognized achievements and commendations, along with how she surpassed project timelines and milestones.

Sanders indicates that having the option to turn down the offer was significant: That same day, the VP increased the salary, leading to Sanders accepting it.

The stress levels in management roles are increasing.

Many companies have undergone rapid transformations since 2020, including dealing with mass turnover and hiring sprees, adjusting to remote and hybrid work, restructuring teams, adding responsibilities to jobs and facing budget cuts. All of that means a tougher job for managers leading through it all.

A majority, 73%, of workers say their company has experienced disruptive change in the last year, which correlates with high levels of burnout, according to a recent report from Gallup .

The last two years of cost-cutting means that "middle-managers and front-line managers have been disproportionately affected," says Daniel Zhao, lead economist at Glassdoor. Laying off middle managers leaves more work for the ones who remain, with higher expectations with fewer resources to boot.

The accumulating pressure from management responsibilities might adversely affect junior employees: A recent study revealed that 52% of Generation Z workers expressed no desire to take on managerial roles. from Robert Walters , a recruiting firm.

Promotions may divert you from your intended career path.

Budget reductions and changes in team structure might result in the new position your boss intends to promote you to looking nothing like what you truly aspire to do.

One reason executives may decline a promotion is because “it does not match their professional trajectory,” according to Debra Boggs, who founded and runs D&S Executive Career Management, an executive recruitment company. She explains that if the new role moves them too far out of their area of specialization or deviates significantly from their intended career path, it could hinder progress toward future objectives. Reverting to previous positions becomes challenging once they've moved forward.

Sanders, the accountant, also declined a promotion for this same reason.

During the summertime in 2017, she had been managing the accounts for the U.S. and Canadian divisions at a telecommunications firm when she received an offer to take on a more extensive responsibility involving oversight of a bigger group.

Nevertheless, seizing the chance would take her away from tasks she was more passionate about : revolutionizing accounting procedures and strengthening her compact team.

Therefore, she courteously turned down the proposal yet indicated her dedication to advancing within her present position. Her efforts were geared towards enhancing her proficiency in accounting, allocating resources for her team’s education, and also embracing additional platforms for public speaking and instruction.

Sanders, who currently manages her own business, does so consulting firm For accountants and their teams, she believes the experience highlighted that professional development isn’t solely about advancing “upward.” Instead, she found success by progressing in a way that was more closely aligned with her passions and abilities.

Not everybody aspires to become a manager—at this moment.

It's crucial to keep in mind that not everybody aims to scale the career hierarchy. becoming a manager .

Zhao from Glassdoor remarks, “A lot of individuals might test it out and conclude it’s not their cup of tea. Others may avoid trying it altogether since they’re aware it doesn’t align with their interests.”

According to Sherri Carpineto, 48, a career coach and senior director of operations at a healthcare firm based in Boston, it can be beneficial to openly discuss your professional objectives with your supervisor in such situations.

"Maybe you want to take on more work or a different project and continue to challenge yourself," she says. "But it's OK to do your work and go home and earn a paycheck every day. Not everyone is looking to move up the ladder."

Your decision to not move up the ladder now doesn't have to last forever, she adds.

Once, Carpineto remained with an organization for 15 years despite receiving multiple job offers from external firms that offered more prestigious positions and better compensation. Even so, within her original company, she received regular salary increases along with advancements in her role.

She explains her decision was due to having young children and caring for an unwell mother. Consequently, she felt content staying in her position, leading a team and accepting certain responsibilities without departing from the firm or aiming to be a vice president.

When all is said and done, she remarks, “Declining an advancement right now due to being a caregiver, relocating elsewhere, planning your wedding, or simply feeling unprepared for it, does not imply that you won’t have the option to accept such a position further down the line.”

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